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Access a bonus Workspan Daily Plus+ article on this subject: ;From Audits to Algorithms: Using Proactive AI for Sustained Pay Equity; Tom McMullen, Korn Ferry Workspan Daily (WD) interviewed Tom McMullen, Korn Ferry’s senior client partner and North America total rewards expertise group lead, about the survey’s key findings and to learn how AI is transforming work, skills and reward strategies.

Instead, colleagues take on additional duties and work longer hours leading to increased stress, feelings of resentment and burnout (Akhtar and Hoffower 2019).

For those in management, these trainings can be designed to teach skills around leading effective non-judgmental conversations about mental health, how to identify employees that may be struggling, as well as coping skill development for their own mental health in a leadership role.

“While employees truly value the flexibility that remote and hybrid work can offer, without cultural support and structural norms, that flexibility can quickly turn into overwork rather than providing the balance it promises,” said Michael Gilmartin, a senior manager and lead researcher at Deloitte Consulting.

Also, note that persistent legal challenges to the 2020 rule, including one by the Service Employees International Union (SEIU), could lead to additional NLRB guidance changes in the future.

In addition to ensuring rewards processes are fair, a policy should also involve the review of the outcomes of these processes (by analyzing pay by gender, ethnicity and disability, for example) to ensure that the processes are being applied as intended.

Rethinking Recognition for Inclusion Without careful consideration, hybrid work arrangements can easily lead to bias.

CCOS is an important metric on your sales dashboard — both a leading and lagging indicator that, when properly understood and interpreted, can point toward useful action.

“Federal salaries were already transparent, and this furthers the efforts to achieve pay equity in federal government employment,” Skahan said, adding that it is possible this could lead to support of a nationwide salary history ban and/or transparency law applicable to private employers that would apply on a larger scale, as opposed to the patchwork of regulations that currently exists across the country.

Private Businesses Lead the Way A strong majority of employers are providing employees time to vote regardless of state mandates.